Retained Search & Selection
Welcome to James Mc Erlean Search and Selection

James Mc Erlean's consultants are specialists in retained search and selection. The majority of our work involves clients retaining us on an exclusive basis to attract and select candidates for a particular role in their organisation.

The crucial first stage in any recruitment assignment is the Briefing Meeting. Even before we have been retained, we meet with representatives of your organisation - usually someone from Human Resources plus a Line Manager - to discuss and advise on the role in depth, including background to the reasons for recruiting, organisational structures and culture, success criteria, candidate specification, potential sources of candidates, package level, etc.

Using the combined expertise of our team, plus our specialist business partners such as recruitment advertising experts and professional search researchers, we propose a recommended approach to finding, attracting and selecting suitable candidates. Each recommended approach is tailored to the needs of the particular assignment, but broadly speaking, retained assignments will use one of three approaches:

Advertised Selection

Executive Search

Combined Advertised Search

Essentially, the differences relate to the method of bringing forward appropriate candidates. Once the candidates are identified, we are into the full retained consultancy methodology that is common to all assignments:

  • Preparing a Candidate Briefing Document comprising background on our client, full job description, candidate specification and benefits statement, which is used with candidates at the interview stage but which also forms the basis for agreeing the detailed brief with our client;
  • Receiving and sorting the response to the advertisements, where advertising is part of the process; inviting suitable candidates for interview and turning down/holding the others
  • When search is used, identifying which of the interested candidates from the search should be fully briefed and met with face-to-face;
  • Conducting an in-depth, structured interview with each of the selected candidates, from whatever source, in which they are assessed in detail against the key success criteria for the role, as set out in the brief;
  • Recommending a shortlist of the best candidates (and only those we believe are capable of doing the job);
  • Producing full reports on those you agree to meet, which will summarise their strengths but also highlight any areas for further investigation or where we believe there is still room for development;
  • Arranging the shortlist interviews; assisting the selection process, as necessary, through advice on structure for the shortlist interviews, for example, and attendance on the day, if required;
  • Briefing and de-briefing candidates before and after those meetings; assisting as required in the final selection process; supporting the negotiations with the preferred candidate whilst 'keeping warm' any reserves;
  • Generally doing whatever we can to ensure a successful outcome, including all candidate management and communication; providing regular feedback of progress throughout the assignment, either verbally or by e-mail;
  • And keeping going with the process until we get a successful outcome or you tell us to stop.

 

 

 

 
 © 2003 James Mc Erlean